An Empirical Study on Union and Company Commitment on Korean and Chinese Employees

Transcription

1 Cornell University ILR School Visiting Fellow Working Papers International Programs March 2005 An Empirical Study on Union and Company Commitment on Korean and Chinese Employees EulTeo Lee Korea University School of Business Administration Changwon Lee Korea Labor Institute Follow this and additional works at: Thank you for downloading an article from Support this valuable resource today! This Article is brought to you for free and open access by the International Programs at It has been accepted for inclusion in Visiting Fellow Working Papers by an authorized administrator of For more information please contact

2 An Empirical Study on Union and Company Commitment on Korean and Chinese Employees Abstract Particular attention of this study was paid to the determinants and the different level of company and union commitment between Korea and China We used a theory of cognitive dissonance and exchange relationship in order to examine the determinants of it To examine the proposed model we collected 890 data from manufacturing company of each country and had regression pairedwise ttest and independent ttest analysis to get empirical results The results of this study can be summarized into four points First union and company commitment have a positive correlation in both country Second motivation among antecedent of dual commitment is significantly related to dual commitment both country But labormanagement climate and cooperative program have significant effect on union commitment labor condition and job satisfaction was related in company commitment in Korea In china labormanagement climate job satisfaction motivation is correlated with dual commitment and cooperative program has positive effect on union commitment labor condition has relationship with company commitment This result shows that each country has same and different antecedents of company and union commitment Third demographic variables for example sex tenure full time worker have no effect on dual commitment Only Chinese women have high union commitment more than company commitment Fourth there was a difference of union and company commitment between Korea and China Korean workers have high company commitment more than Chinese A China s level of union commitment is higher than Korea Based on the findings we provided Korean subsidiaries with managerial implications Suggestions for future research also follow Keywords Union commitment Company commitment Comments The paper is available in Korean only This article is available at DigitalCommons@ILR:

3 An Empirical Study on Union and Company Commitment on Korean and Chinese Employees EulTeo Lee Visiting Fellow The New York State School of Industrial and Labor Relations Cornell University Changwon Lee Visiting Fellow The New York State School of Industrial and Labor Relations Cornell University ABSTRACT Particular attention of this study was paid to the determinants and the different level of company and union commitment between Korea and China We used a theory of cognitive dissonance and exchange relationship in order to examine the determinants of it To examine the proposed model we collected 890 data from manufacturing company of each country and had regression pairedwise ttest and independent ttest analysis to get empirical results The results of this study can be summarized into four points First union and company commitment have a positive correlation in both country Second motivation among antecedent of dual commitment is significantly related to dual commitment both country But labormanagement climate and cooperative program have significant effect on union commitment labor condition and job satisfaction was related in company commitment in Korea In china labormanagement climate job satisfaction motivation is correlated with dual commitment and cooperative program has positive effect on union commitment labor condition has relationship with company commitment This result shows that each country has same and different antecedents of company and union commitment Third demographic variables for example sex tenure full time worker have no effect on dual commitment Only Chinese women have high union commitment more than company commitment Fourth there was a difference of union and company commitment between Korea and China Korean workers have high company commitment more than Chinese A China s level of union commitment is higher than Korea Based on the findings we provided Korean subsidiaries with managerial implications Suggestions for future research also follow Key words: Union commitment Company commitment This paper was submitted to the Korean Personnel Administration Journal on 11 th of March 2005 and is under examination

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5 I (dual commitment) (Conlon & Gallagher 1987) (Angel & Perry 1986; Reed Young & McHugh 1994) (Fields & Thacker 1992) ( 1998) (?? 1999) (Randall 1990; Lee & Ashforth 1996) (Sherer & Morishima 1989; Bamberger Kluger & Suchard 1999) (1999)? 1988? II (organizational commitment) (Porter Steers Mowday & Boulian 1974) (union commitment) Purcell(1954) Stagner(1954) Child Loveriage & Warren(1974) 1950

6 (entity) Magenau Martin Peterson(1988) Beauvais Scholl & Cooper(1991) Stagner(1954) Purcell(1960) 17% 83% 1960~ Schriesheim & Tsui(1980) Conlon & Gallagher(1986) Dalton & Todor(1982) Fukami & Larson(1984) Gallagher(1984) Martin Magenau & Peterson(1986) (Magenau Martin & Peterson 1988) 1980 Angel & Perry(1986) Magenau et al(1988) Stewards Fukami & Larson(1984) Martin & Peterson(1987) Barling Wade & Fullagar(1992) Sinclair & Tetrick(1995) Sherer & Morishima(1999) (1994) (1994) (1998) (Festinger 1957; Heider 1958) (unilaternal commitment) Angel & Perry(1986) (March & Simon 1958; Homans 1961) (Sherer & Morishima 1989)

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8 III < 1> (etic) (emic)? 1 Angel & Perry(1986) (=535 p<001) Barling Wade & Fullagar(1992) 3 Gallagher(1984) Fukami & Larson(1984) Gallagher Sherer & Morishima(1989) 579 (=40 p<001) (=77 p<10) (Sinclair & Tetrick 1995) 1a: 1b: 1c: 2 ( ) ( ) March & Simon(1958) (Farrel & Rusbult 1982; Bluedorn 1982; Iverson & Roy 1994; Clugston 2000)

9 Schriesheim(1978) Berger Olson & Boudreau(1983) Bamberger Kluger & Suchard(1999) a: 2b: 3 (Martin & Peterson 1987) (1995) (Sherer & Morishima 1899) Sherer & Morishima(1999) (=006 p<10) Kochan Katz McKersie(1986) Mellor Mathieu & Swim(1994) 3a: 3b: 3c: 4 (? 1997)

10 % (Torbiorn 1983: 1998) (1998) % 48% (1999) (2001)?? ( : ) ( 1995) (1999) 4a: 4b: 4c: 4d:

11 IV 1 : Katz Kochan & Gobeille(1983) 6 (R) : Kunin(1955) : Kunin(1955) : Schriesheim & Tsui(1980) Tsui Egan & O Reilly III(1992) 6 : Lawler & Hall(1970) 4 (Rainey 1983) Rainey(1983) 2 : Angel & Perry(1986) 4 : Allen & Meyer(1990) A 1000 ( 500 ) < 1>

12 (N=890) (N=437) (N=453) 72(81) 19(43) 53(117) 805(904) 411(941) 394(870) (413) 22(50) 346(764) (147) 48(110) 83(183) (283) 238(545) 14(31) (127) 110(252) 3(07) 35(39) 15(34) 20(44) 779(875) 395(904) 384(848) 44(49) 12(27) 32(71) 17(19) 6(14) 11(24) A 406(456) 41(94) 365(806) B 94(106) 30(69) 64(141) 70(79) 60(137) 10(22) 155(174) 155(355) 128(144) 128(293) 11(12) 11(25) (239) 36(82) 177(391) (251) 10(23) 213(470) (183) 109(249) 54(119) (217) 191(437) 2(04) 17 79(89) 79(181) 690(775) 420(961) 270(596) 187(210) 7(16) 180(397) : % 3 < 3> 07 < 2> X12 X13 X19 X20 X46 X48 X52 X65 Lamda X Lamda Y X11 X12 X13 X14 X15 X16 X8 X9 X Y17 Y18 Y19 Y20 Y46 Y47 Y48 Y

13 X1 X2 X3 X4 X5 X6 X7 X40 X41 X42 X43 X44 X45 X34 X35 X36 X37 X38 X : =681 =210589(P=00) RMSEA=080 NFI=96 NNFI=97 RMR=060 GFI=77 AGFI=73 PGFI=67 : =384 =84830(P=00) RMSEA=055 NFI=94 NNFI=96 RMR=057 GFI=88 AGFI=86 PGFI=73 < 3> (+) () Y50 Y51 Y52 Y53 Y54 Y55 Y56 Y57 Y58 Y59 Y60 Y61 Y63 Y62 Y64 Y65 Y66 Y67 Y68 Y sd (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) (11) (12) (13) (1) (2) ** 7869 (3) ** 604** 8215 (4) ** 655** 731** 8590 (5) ** 694** 671** 804** 8953 (6) ** 733** 633** 711** 765** 9033 (7) ** 689** 605** 630** 622** 747** 8678 (8) ** 168** 114* 129** (9) * ** (10) ** 204** 143** 152** 109* ** 484** (11) * ** ** (12) * ** ** 033 (13) ** 196** 175** 187** 155* 097* 891** 416** 826** 219** 131** sd (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) (11) (12) (13) (1)

14 (2) ** 7452 (3) ** 441** 7326 (4) ** 407** 520** 7105 (5) ** 441** 483** 597** 7778 (6) ** 569** 370** 438** 479** 7048 (7) ** 373** 148** 108* 150** 260** 8678 (8) ** ** 187** 138** * (9) * (10) ** 097* ** 015 (11) ** 216** 100* * ** (12) ** ** 190** 131** * 702** ** 117* (13) * ** 156** 254** ** : **: p<01 * : p<05 < 4> (=120 p<10) (=292 p<001) ( 2b ) (=186 p<001) (=337 p<001) 41% (=198 p<001) (=308 p<001) (=292 <001) (=060 p<10) R < 5> (=265 p<01; =173 p<01) (=122 p<05; =351 p<01) (=189 p<01; =186 p<01) ( 1a 2a ) (=128 p<05) 2b 1a 2a *** 376*** 087** 186*** *** 173*** 198*** 080** 337*** *** *** 096*** *** *** *** *** 122** 351*** 139*** 375*** 120* 292*** 189*** 186*** 123*** 187*** * ** * ** *

15 * * *** *** *** R AdjR F 23881*** 63077*** 17486*** 32387*** 46282*** 98583*** ***: p<01 **: p<05 *: p<10 05 Y17 18 Y < 4> 5 6 (=376 p<01) (=087 p<05) 4 3c t t < 5> a 4b b 3c < 5> c t < 5> (F=24022 p<001) 4d (F=2013 p<001) 4c 4d t *** (9754) (5876) 3224 (8931) 7452*** *** (10300) (7670) 5128 (9078) 11727*** *** (10150) (7021) 7013 (8501) 6006*** F (8338) (1041) ***

16 (9817) (6863) (6640) (7291) *** 2013*** ***: p<001 VI a (Angel & Perry 1986; Gallagher 1984; Fukami & Larson 1984; Barling Wade & Fullagar 1992; Schriesheim 1978)

17 (common method variance) Bond(1987) Hofstede(1884)

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